Senior HR Business Partner – Operations

This is a fully remote position, open to applicants in Minnesota, +1 more state.

📋 Description

• Act as the primary HR liaison for senior leaders within designated client groups.

• Collaborate with the Director of HR on talent strategies, organizational design, and solutions for organizational effectiveness.

• Convert business objectives into cohesive talent strategies that foster growth, performance, and employee engagement.

• Work alongside HR Centers of Expertise on essential HR programs, including year-end processes, fostering an inclusive culture, workforce planning, and talent review.

• Lead talent management initiatives, talent reviews, and succession planning for the designated business units.

• Create and implement talent programs to establish robust talent pipelines.

• Mentor leaders on ethical, inclusive, and compliant practices in people management.

• Evaluate skill and capability gaps and collaborate with Learning & Development to meet these needs.

• Advocate for internal mobility, mentoring, and development planning.

• Provide consultation on organizational change and design for business restructuring.

• Ensure the consistent and legally compliant implementation of HR policies and practices.

• Analyze business unit and talent data to propose solutions that enhance performance, retention, engagement, and the employee experience.

• Lead designated HR and business-related projects.

• Forge partnerships with HR Centers of Expertise and stakeholders throughout Thrivent.

• Collaborate with organizational leaders and the Communications team on effective communication strategies.

• Serve as a change agent to promote the adoption of HR programs and best practices.

• Work with HR Centers of Expertise on cyclical talent management activities, including performance reviews, engagement surveys, compensation planning, talent review, and succession planning.

• Demonstrate Thrivent’s leadership competencies while promoting continuous improvement and enhancing employee engagement.

⛳️ Requirements

• Bachelor’s degree in human resources, psychology, business administration, or a related field.

• At least 8 years of progressive HR experience and/or experience as an HR Business Partner.

• Experience in employee relations, organizational design/development, talent acquisition, total rewards, and/or performance management in a mid-to-large organization.

• Strong understanding of business and HR principles.

• Capability to think strategically, plan and align work, and create significant impact.

• Knowledge of business processes, financial metrics, and organizational systems.

• Ability to identify organizational performance gaps and facilitate necessary process improvements.

• Familiarity with employment law and the ability to resolve complex employee relations issues.

• Knowledge of OSHA, EEOC, FLSA, and ADA regulations and laws.

• Understanding of performance management practices.

• Capacity to develop and implement HR systems, processes, and solutions.

• Experience in executing initiatives and leading cross-functional teams.

• Excellent communication, coaching, and influencing abilities.

• Skill in building trusted relationships with senior business leaders.

• Strong facilitation skills for group discussions and learning experiences.

• Ability to navigate ambiguity, change, transformation, pressure, and competing priorities.

• Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook.

• Experience with HRIS.

• Willingness to travel occasionally for leadership meetings or team offsite events.

• Master’s degree is preferred.

• HR certification such as SHRM-SCP or SPHR is preferred.

• Experience in fast-paced, matrixed organizations is preferred.

• Experience in the financial services sector is preferred.

• Familiarity with Workday is preferred.

🏝️ Benefits

• Various bonuses, including annual or long-term incentives.

• Medical, dental, and vision insurance.

• Health savings account.

• Flexible spending account.

• 401k plan.

• Pension benefits.

• Life and accidental death and dismemberment insurance.

• Disability insurance.

• Supplemental protection insurance.

• 20 days of Paid Time Off annually.

• Sick and Safe Time.

• 10 paid company holidays.

• Volunteer Time Off.

• Paid parental leave.

• Employee Assistance Program (EAP).

• Well-being benefits.

• Occasional travel for leadership meetings or team offsite events.